Everything you need to know about COBRA compliance. Qualifying events, notification requirements, premium calculations, and timeline management for benefits brokers and employers.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers with 20+ employees to offer temporary continuation of group health coverage when coverage would otherwise end due to qualifying events.
COBRA applies to group health plans maintained by private-sector employers with 20+ employees and state/local government employers. Federal employees are covered under a similar provision.
Many states have "mini-COBRA" laws for employers with fewer than 20 employees. Check your state requirements—California, New York, and Texas have specific provisions.
| Qualifying Event | Duration | Eligible Beneficiaries |
|---|---|---|
| Voluntary or involuntary job loss (except gross misconduct) | 18 months | Employee, spouse, dependents |
| Reduction in work hours | 18 months | Employee, spouse, dependents |
| Employee becomes entitled to Medicare | 36 months | Spouse, dependents |
| Divorce or legal separation | 36 months | Spouse, dependents |
| Death of covered employee | 36 months | Spouse, dependents |
| Dependent child loses eligibility | 36 months | Dependent child |
| Disability (SSA determination) | 29 months | All qualified beneficiaries |
BART helps benefits brokers manage the complexity of employee benefits—from enrollment to COBRA to renewals.